AcqDemo HR Training - USAASC | United States Army Acquisition

Transcription

Department of Defense
Civilian Acquisition Workforce
Personnel Demonstration
Project
Army HRM
Human Resource Management (HRM)
Policy, Processes & Procedures
Spring 2014
For Additional Information on AcqDemo and CCAS
http://asc.army.mil/web/policies-main/army-acquisition-demonstration-project-acqdemo-policy-procedure/
Welcome
• Welcome to AcqDemo HRM Policy, Processes and
Procedures!
• Course materials
• Agenda
• Administrative Information
• Getting to know you
- Name
- Background
- Your role in AcqDemo
Army
Signifies Army specific requirements
2
Introduction to AcqDemo
What is NOT Changing
Benefits,
retirement, health,
life, and other
benefits
Veterans’
preference
Merit system
principles
Leave
Work Schedules
All remain the
same!
Fundamental due
process
Whistleblower
protection
Allowances
& travel/
subsistence
expenses
Prohibited
personnel practices
Anti-discrimination
laws
4
Background and References
• Title VI - The Civil Service Reform Act, Title 5 U.S.C. 4703
(1978)
• The National Defense Authorization Act for FYs
1996/1998/2003/2010/2011
• Federal Register (Jan. 8, 1999) with 5 Amendments
(May 2001, Apr 2002, Jul 2002, Oct 2002, and Oct 2006)
• DoD Operating Procedures dated 23 May 2003 and the
Army supplement dated 11 Nov 2003
5
Federal Register Notices and
Operating Procedures
Amendments:
May 21, 2001
- Occupational Series
- Buy-In After Initial Implementation
April 24, 2002
- Addition explanation on “Very High”
- Minimum time 180 days to 90 days
July 1, 2002
-Updated list of eligible organizations
October 4, 2006
-Authority for an out-of-cycle payout under CCAS
prior to transition to NSPS and addresses
procedures for conversion to NSPS
National Defense
Authorization Act for
Fiscal Year 2011, Section
813 (b) extended AcqDemo
to September 30, 2012.
Public Law 104-106, February 10, 1996, Section 4308. Demonstration Project Relating To Certain Personnel Management Policies And Procedures
Public Law 105-85, November 18, 1997, Section 845. Expansion Of Personnel Eligible To Participate In Demonstration Project Relating To Acquisition Workforce
Public Law 107-314, December 2, 2002, Section 813. Extension And Improvement Of Personnel Demonstration Policies And Procedures Applicable To The Civilian Acquisition Workforce
Public Law 108-136, November 24, 2003, Section 1112. Clarification And Revision of Authority For Demonstration Project Relating To Certain Acquisition Personnel Management Policies and Procedures
Public Law 111-383, January 7, 2011, Section 872. Amendments To The Acquisition Workforce Demonstration Project
6
What is a Demonstration Project? (1of 2)
• A demonstration project provides a means for testing and
introducing beneficial change in Government-wide human
resources management systems.
• A Federal agency obtains the authority from OPM to waive
existing Federal human resources management law and
regulations in title 5, United States Code, and title 5, Code of
Federal Regulations, to propose, develop, test, and evaluate
interventions for its own human resources management
system.
• No waivers of law are permitted in areas of employee leave,
employee benefits, equal employment opportunity, political
activity, merit system principles, veteran’s preference or other
prohibited personnel practices.
7
What is a Demonstration Project? (2 of 2)
Examples of laws and regulations that may be waived under
title 5 include:
• Qualification requirements, recruitment, and appointment to
positions;
• Classification and compensation;
• Assignment, reassignment, or promotions;
• Disciplinary actions;
• Providing incentives;
• Establishing hours of work;
• Involving employees and labor organizations in personnel
decisions; and
• Reducing overall agency staff and grade levels.
8
Eligibility for Participation
In AcqDemo
To participate in AcqDemo organizations must :
• Be listed in Table 1 of the AcqDemo Federal Register / Vol. 64, No. 5 /
Friday, January 8, 1999 / Notices and as amended in July 1, 2002
• Submit a written request to DoD via their Component Representative
requesting to participate.
9
AcqDemo Waivers to 5 USC
Sect IX of AcqDemo Federal Register / Vol. 64, No. 5 / Friday, January 8,
1999 / Notices waived the following:
10
AcqDemo Waivers to 5 CFR
Sect IX of the AcqDemo Federal Register / Vol. 64, No. 5 / Friday, January
8, 1999 / Notices waived the following:
11
What is Changing?
The Personnel System
Terms
and
Definitions
Broadbands
vs.
Grades &
Steps
Rating and
Rewarding
Classification
and Staffing
Support
Tools
12
Comparison
13
Comparison
14
Army Participating Organizations,
Pay Pools and Union Participation
ASA AL&T
Army G-1/CPP
Army AcqDemo
Program Office
USAASC
HQ
OASA AL&T
DASA P I&A
CSTC-A
PEO Ammo
AMSAA
Chiefs
AMSAA
CCAD
PEO Aviation
DTC
TACOM
Cmd Grp
SDDC
AQ
AMCOM
Cmd Group
ACC
TACOM
Chiefs
AMCOM
G Staff
ACC
NCR
TACOM
ILSC
AMCOM
IG
ACC
Picatinny
AMSAA
LAD
Electronic
Proving Ground,
AZ
TACOM
IG
AMCOM
IMMC
ACC
RSA
PEO EIS
AMSAA
JTCG
Aberdeen Test
Center
TACOM
Legal
AMCOM
SAMD
ACC
Warren
PEO IEWS
AMSAA
MAD
AMCOM
SOD
MICC
HQ
AMSAA
SOD
AMCOM
TMDE
ECC
411CSB/CCK
BU
BU
OTC
MEDCOM
HCAA
Yuma Proving
Ground, AZ
PEO CS CSS
PEO GCS
AEC
ATEC
HQ
AMSAA
CSAD
JPEO CBD
PEO C3T
NGB CIO
NBU
NBU
PEO MS
SMDC
Oct 2014
SoSI
Conversion to AcqDemo in FY2014
BU
PEO STRI
NBU
PEO Soldier
CDG/AAF
15
Organizational
Transition Process
Organizational Transition Process
Activity
Timetable
Closeout
Appraisals
(eg. TAPES)
Determine
Employee
Career Path
& Broadband
Cancel Existing
Position
Descriptions
(PD)
Flow
Establish New
Position
Requirements
Documents (PRD)
- SF 52
Special Considerations
- Pay Retention
- Temporary Promotions/
Details
- Absentees (eg. LWOP,
LWOP US)
- Priority Clearances
- Retirees
(*Retirements submitted
after conversion date will
still convert to AcqDemo)
Move Employee
Into AcqDemo
(NOA 894
General Adjustment)
Conversion
Document
Generated
- SF 50
17
Organizational Transition Steps
Activity Will establish a timeline for conversion
18
AcqDemo Transition Plan for Conversion on 7 October 2012
Action Dates
TASK
1 Mar 2012
Organization schedules training, i.e., Leadership Overview
Q/A’s, AcqDemo Overview, Intro to CCAS, Writing
Assessment, Pay Pool Panel
24-26 Apr 2012
or 22-24 May 2012
Tentative AcqDemo Overview for Senior Leadership,
AcqDemo HR Training, CAS2Net Training – provided by
the Army AcqDemo Office
30 Jun 2012
TAPES annual for GS-14/15’s
Jul - Sep 2012
Organization creates Positions Requirements Documents in
coordination with CPAC
31 Aug 2012
TAPES closeout for GS-13’s
NLT 31 Aug 2012
or upon receipt
Forward written agreement between
Organization and Local for
bargaining unit employees participation in AcqDemo to
Army AcqDemo Office
NLT 7 Sep 2012
Conversion Letter Notification to Workforce, Retained Pay,
LWOP, LWOP-US
NLT 11 Sep 2012
Organization submits data input sheet for employees' buyin and conversion to CPAC with effective date of 7 Oct
2012
11-13 Sep 2012
Just-In-Time Training – Conversion and Overview of
AcqDemo and CCAS and CAS2Net
NLT 5 Oct 2012
Publish Organizational CCAS Business Rules (pay pool
structure, panel membership, funding levels, mandatory
objectives, grievance process, and inadequate contribution)
Example of an Activity timeline
for Transition to AcqDemo
19
 Activity Will establish a timeline for conversion
TAPES - Special or Close Out Appraisals
20
Army
Army 2.5 Performance Evaluation Closeout. Employees converting
to this Acquisition Workforce Personnel Demonstration Project will
receive either special or closeout appraisals depending on their
eligibility as stated in Army Table 2-1.
21
 TAPES - Special or Close Out Appraisals
Transition Special Considerations
22
Organizational Transition
Special Considerations
• Employees on Grade and/or Pay retention
– Placed in Broadband based on classification of current GS
grade
• Employees on Temporary Promotions/Details
– Returned to position of record before entering the Demo
(may be returned to Temp Promo/Detail after transition)
• Written notification to absent employees (i.e. LWOP US, LWOP)
– Notification to employees on extended leave or absences
(See Appendix M for sample notification letter)
• Clearance of internal and external priorities
– No clearances required (e.g. do not need to clear PPP)
• Conversion documentation
– Prepare SF-52 (Salary Change/Reassignment)
23
Activity Will establish a timeline for conversion
TAPES - Special or Close Out Appraisals
 Transition Special Considerations
PDs to PRDS (Overview)
24
AcqDemo
Position Requirements Document (PRD)
PDs to PRDs
• The AcqDemo Position Requirements Document (PRD)
replaces the GS Position Description (PD)
• Army G-1 FASCLASS will automatically convert GS PDs to reflect
the appropriate AcqDemo Pay Schedule (Career Path – NH, NJ,
NK), OCC Series Number, OCC Series Title and Broadband Level
• Locally (Org/CPAC) the AcqDemo PRD must be edited locally in
FASCLASS to reflect the appropriate AcqDemo 6 factor titles and
descriptors for the corresponding Career Path and broadband level
for each position.
(e.g. 6 AcqDemo Factors replaces the 9 Factors of the Factor
Evaluation System)
25
AcqDemo
PDs to PRDs
• If there are significant changes to duties identified prior to transition
into AcqDemo, the GS PD will require local reclassification of the
position (i.e. GS-13 to GS-14) prior to the conversion of the AcqDemo
PRD by FASCLASS. (e.g. Supervisory, Team Leader or increased
complexity and responsibility duties)
• Supervisor Positions – classified per General Schedule
Supervisory Guide (GSSG)
- Combination of technical & administrative direction of others
- Major duty occupying at least 25% of position’s time
- Meet at least the lowest level of Factor 3 (Managerial Authority)
26
AcqDemo
PDs to PRDs
• Team Leader Positions – classified per General Schedule
Leader Grade Evaluation Guide (GSLGE)
- Lead 3 or more employees (one or two grade level)
- Major duty occupying at least 25% of positions time
- Don’t fully meet the lowest level of Factor 3 (Managerial Authority)
• Once the organization determines the AcqDemo classification for
each position that will transition into AcqDemo, the organization will
need to complete the Excel spreadsheet that will be used by
FASCLASS to convert the GS PD to the AcqDemo PRD. Return
completed spreadsheet to Army AcqDemo Program Office.
27
 PDs to PRDS (Overview)
Transition Highlights
28
Management to Employee Notification Requirements
• As early as feasible, but prior to the organization’s transition
date, supervisors will provide notification to all employees
regarding their AcqDemo bands
• Supervisors will also advise employees who are on temporary
assignments whether the temporary assignment will continue, be
terminated, or be made permanent after transition
• Organizations should notify employees on LWOP-US (those
that are on leave without pay from the GS position because
they are called to active duty) that the transition will occur, the
date the organization is scheduled for transition, and the new
AcqDemo broadband of the GS position they are assigned to
See Appendix M of the DoD/Army Operating Procedures for the Employee Notification template.
29
Position Review
• Interoccupational Positions
The AcqDemo classification system does not support inter-occupational
positions;
- Prior to transition, positions must be reviewed to determine which single
occupational series is most applicable to the duties, responsibilities and
qualifications required of the position.
- Normally this will be the occupational series of the current incumbent.
-
• Interdisciplinary Positions
- Like the GS classification system, the AcqDemo classification system
also does support inter-disciplinary positions
- An occupied interdisciplinary professional position is classified to the
same AcqDemo OCC series to which the GS position is classified.
- Use of an interdisciplinary position description, identifying all of the
position’s potential occupations, is authorized for recruiting for such
positions
30
Army
Developmental Positions
Army 1.6.B (Army 1.5.B) Excluded Employees. All ACTEDS interns
(regular and Presidential Management) will be excluded from the Acquisition
Workforce Personnel Demonstration Project. It is also recommended that local
commanders mirror this exclusion for their local interns.
Employees in the Student Temporary Employment Program (STEP) (summer
hire and stay in school), all positions designated as primary or secondary law
enforcement officer (LEO) positions (5 U.S.C. Section 5541(3)), and all positions
in the Defense Civilian Intelligence Personnel System (DCIPS) (10 U.S.C.
Chapter 83) are excluded even if their series and organizations are listed in the
Federal Register.
Additionally, this demonstration project does not cover those positions that
have previously been identified for coverage by a science and technology
reinvention laboratory demonstration project.
31
Temporary / Term Appointment
2.2.2.1 Temporary Appointment Not-to-Exceed (NTE). Employees on
temporary appointments will be converted into the demonstration project
via an official personnel action using Nature of Action 515 (Conversion to
Temp Appointment Not-to-Exceed). The original NTE date must remain
the same.
2.2.2.2 Term Appointment. Employees on a term appointment NTE four
years will not have their NTE date altered. Employees serving on a term
appointment NTE four years will be converted into the demonstration
project by NOAC 508 (Conversion to Modified Term NTE) and NOAC 894
(General Adjustment).
32
Performance Improvement Plan
• Employees who are on a Performance Improvement Plan (PIP) at the
time of conversion will not be converted into the demonstration project
until successful completion of that PIP.
• Employees who successfully complete the PIP will be bought in as of the
effective date of the successful completion of the PIP, and their base
salary will be calculated as of the original implementation date.
33
AcqDemo Salary Ranges by
Career Paths and Broadband Levels
34
Additional or Special Pays
Type of Pay
References
Overtime – FLSA Exempt
(5 U.S.C. 5541, 5542, 6123(a)(1); 5 CFR 550.114)
Night Pay
(5 U.S.C. 5545(a); 5 CFR 550.121-122)
Sunday Pay
(5 U.S.C. 5546; 5 CFR 550.171)
Holiday Pay
(5 U.S.C. 5546; 5 CFR 550.131)
Standby Duty Pay
(5 U.S.C. 5545; 5 CFR 550.141)
Administratively Uncontrollable
Overtime
(5 U.S.C. 5545; 5 CFR 550.151)
Compensatory Time Off for Religious
Observances
(5 CFR part 550, subpart J)
Air Traffic Controller Differential
all of 5 U.S.C. 5546a applies
Premium Pay for Health Care Personnel 5 USC, Chap 55 and 38 USC
Foreign Language Proficiency Pay
10 USC 1596 and 1596a
Foreign Differentials and Allowances,
including Living Quarters Allowance
Dept State Stand Regs (DSSR), Sect 134.14c
(Modified for Transition From NSPS to
AcqDemo/GS)
35
Other Information
• Not Provisions of AcqDemo
- Accelerated Compensation for Developmental Positions (ACDP)
- Reassignment Salary Increase (up to 5%)
- Special Salary Rate
- Grade Retention (“Save Grade”)
•
In AcqDemo Pay Retention is indefinite (until the employee’s salary
catches up to the base salary range)
- 5 CFR, Chapter 5, Part 536 GRADE AND PAY RETENTION applies
• Employees or Supervisors who are on their initial
probationary period will continue until the probationary period
requirements are met.
36



How to Determine Career Path & Broadband
37
Career Paths / Broadband Level
NH
Business and
Technical Mgmt
Broadband
Professional
NJ
NK
Technical Mgmt
Support
Administrative
Support
I
II
III
GS 1 - 4
GS 1 - 4
GS 1 - 4
GS 5 - 11
GS 5 - 8
GS 5 - 7
GS 12 - 13
GS 9 - 11
GS 8 - 10
IV
GS 14 - 15
GS 12 - 13
• Grades associated with each Career Path and Broadband Level are
collapsed together to create each broadband.
• Upon conversion, Grades no longer apply.
• Employees will transition into the Career Path and broadband level
associated with the employee’s Occ Series and current Grade.
38
How to Determine Career Path /
Broadband Level
Contracting Specialist, GS-1102-12
NH
Business and
Technical Mgmt
Broadband
Professional
NJ
NK
Technical Mgmt
Support
Administrative
Support
I
II
III
GS 1 - 4
GS 1 - 4
GS 1 - 4
GS 5 - 11
GS 5 - 8
GS 5 - 7
GS 12 - 13
GS 9 - 11
GS 8 - 10
IV
GS 14 - 15
GS 12 - 13
• OPM Job Series Apply: Therefore, 1102 = 1102
• Career Path: Reference Table 2, Jan ‘99 Federal Register
39
Career Path Table
TABLE 2 - SERIES INCLUDED IN THE DoD ACQUISITION WORKFORCE
PERSONNEL DEMONSTRATION PROJECT
Excerpts from Table 2, January 8, 1999 Federal Register, p. 1445
0011
0018
0020
0023
0025
0028
BUSINESS MANAGEMENT & TECHNICAL MANAGEMENT PROFESSIONAL
SERIES NUMBER
SERIES TITLE
BOND SALES PROMOTION
SAFETY AND OCCUPTIONAL HEALTH MANAGEMENT
COMMUNITY PLANNING SERIES
OUTDOOR RECREATION PLANNING
PARK RANGER
ENVIRONMENTAL PROTECTION SPECIALIST
SERIES NUMBER
0019
0021
0102
0181
0187
SERIES NUMBER
0029
0085
0086
0105
TECHNICAL MANAGEMENT SUPPORT
SERIES TITLE
SAFETY TECHNICIAN
COMMUNITY PLANNING TECHNICIAN
SOCIAL SCIENCE AIDE
PSYCHOLOGY AIDE AND TECHNICIAN
SOCIAL SERVICES
ADMINISTRATIVE SUPPORT
SERIES TITLE
ENVIRONMENTAL PROTECTION ASSISTANT
SECURITY GUARD
SECURITY CLERICAL AND ASSISTANCE
SOCIAL INSURANCE ADMINISTRATOR
40
How to Determine Career Path /
Broadband Level
Contracting Specialist, GS-1102-12
NH
Business and
Technical Mgmt
Broadband
Professional
NJ
Technical Mgmt
Support
NK
Administrative
Support
I
II
III
GS 1 - 4
GS 1 - 4
GS 1 - 4
GS 5 - 11
GS 5 - 8
GS 5 - 7
GS 12 - 13
GS 9 - 11
GS 8 - 10
IV
GS 14 - 15
GS 12 - 13
• OPM Job Series Apply: Therefore, 1102 = 1102
• Career Path: Reference Table 2, Jan ‘99 Federal Register, 1102 = NH
• Broadband: Reference Table Above*, GS 12 = NH III
* January 1999 Federal Register
41



 How to Determine Career Path & Broadband
Step Buy-In
42
Step Buy-In Procedures
• Buy-in Full Employee Protection Approach
Exceptions to Buy-in:
If already at Step 10 of a GS grade, Buy-in does not apply
If in a retained pay status Buy-in does not apply
• Locality Adjustment—Added After Base Salary Is Computed
• Formula for Buy-In:
1. Determine Employee’s Base Salary
2. Determine Value of Within-Grade Increase; then
Steps
1-4
4-7
7-10
Time
52 Weeks
104 Weeks
156 Weeks
[(time in step / time between steps) x step increase] + current salary =
new AcqDemo base salary
Percent of 52 Wks
52 Wks
52 Wks
104 Wks 104 Wks 104 Wks 156 Wks 156 Wks 156 Wks
43
Step Buy-In Example
• Entering demonstration—GS-12/step 5, Series 1102
(Contracting Specialist)
• Nominal time between step 5 and 6 = 104 weeks.
• Assume employee has been a Step 5 for 86 of the 104
weeks for a within grade increase. The process to compute
the employee’s new salary is:
GS-12/Step 5 base rate of $68,993
GS-12 within grade increase is $2,029
86/104th (or .8654) of $2,029 is $1,756
$68,993 + $1,756 = $70,749 then add Locality Pay
(This example uses the 2014 General Schedule Salary Table.)
44
Conversion Tool for WiGI Buy-in
http://acqdemo.dau.mil/AcqDemoBIC.html
45
Other Buy-in Scenarios
Buy-in Examples of:
Retained Grade and/or Retained Pay
Special Salary Rates
Another Pay Banding System
Retained Grade and Retained Pay
Situation 1
• No Buy-in for Individuals on Retained Grade and Retained Pay
if salary exceeds maximum salary for broadband level
• Example (RUS locality 14.16%)
– GS-13 Step 00 with base salary of $110,676 ($96,948/$13,728)
– Equivalent to GS-14 Step 5
– Maximum base salary for GS-13 is $94,108 w/locality $107,434
– Retained Pay is $110,676
– Retained Grade of GS-14
• Convert to AcqDemo as NH-III
– NH-III with Retained Pay of $110,676 (until a terminating event, i.e., break in service of 1 workday or more,
is demoted for personal cause or at the employee’s request, is entitled to a rate of pay which is equal to, or higher than, the employee's retained
rate, declines a reasonable offer of a position rate which is equal to, or higher than, the employee’s retained rate)
–
–
No buy-in because NH-III maximum salary w/locality is $107,434
Keeps Retained Grade of GS-14 (for two years beginning on the date the employee is placed in the lower
graded position)
*Salaries based on 2014 GS Pay with RUS Locality Tables47
Retained Grade
Situation 2
• Buy-in for individuals on Retained Grade
If salary does not exceed maximum salary for broadband level for
existing grade
• Example (RUS locality 14.16%)
– GS-14 Step 2 with base salary of $88,395 w/locality $100,912
– Placed in a lower grade, GS-13, as a result of reduction-in-force
procedures, transfer of function or mgt directed realignment
– Maximum base salary for GS-13 is $94,108, w/locality $107,434
– $100,912 between GS-13/Step 7 $99,170 and 13/Step 8 $101,924
– Is on Retained Grade Status of GS-14 with pay of GS-13 Step 8
– Converts to AcqDemo NH-III and compute AcqDemo Buy-in
– Retained Grade of GS-14 (for two years beginning on the date the employee is placed in the lower graded position)
Former NSPS Employees on Retained Pay
Situation 3
• Buy-in for former NSPS employees on Retained Pay
if salary does not exceed maximum salary
for broadband level for existing grade
• Example (RUS Locality Rate of 14.16%)
– YC-02 with base salary of $88,395 w/locality $100,912
– NSPS pay equivalent to GS-14 Step 2
– NSPS transition from YC-02 to GS-13
– No Retained Grade for NSPS employees upon transition out of
NSPS unless employee was a GS-14 prior to NSPS
– Upon transition from NSPS to GS, individual was placed in GS-13 Step
8 with adjusted base salary of $89,282 w/locality $101,924
• Convert to NH-III and Compute AcqDemo Buy-in
Former NSPS Employees on Retained Pay
Situation 4
• Buy-in for former NSPS employees on Retained Pay
If salary exceeds maximum salary for broadband level for existing grade
• Example (RUS Locality Rate of 14.16%)
– YC-02 with base salary of $98,000 w/locality $111,878
– NSPS transition from YC-02 to GS-13
– Maximum base salary for GS-13 is $94,108, w/locality $107,434
– No Retained Grade for NSPS employees upon transition out of
NSPS unless employee was a GS-14 prior to NSPS
– Upon transition from NSPS to GS, individual is placed on retained pay
status with total salary of $111,878
–
–
Convert to NH-III, no AcqDemo Buy-in
NH-III with Retained Pay of $111,878 (until a terminating event, i.e., break in service of 1 workday or
more, is demoted for personal cause or at the employee’s request, is entitled to a rate of pay which is equal to, or higher than, the employee's retained
rate, declines a reasonable offer of a position rate which is equal to, or higher than, the employee’s retained rate)
Special Salary Rate Step
Buy-In Example
- Entering Demonstration: $69,263 Special Salary Rate (GS-9/8)
Locality Payment of 27.16%
- Assume Employee Has Earned WGI Buy-In of $900.00 of $1385.00
- This Employee’s New Salary Will Include:
Special Rate Divided by Locality Payment % for
Demonstration Base Rate: $69,263/1.2716% = $54,469
Add WiGI Buy-In to Demonstration Base Rate for the New
Demonstration Base Salary: $900 + $54,469 = $55,369
- Multiply New Base Salary by Locality Payment, then add the sum to the
New Base Salary for New Total
- Locality: $55,369 * 27.16% = $15,038
- Salary: $55,369 +15,038 = $70,407 (New total adjusted salary)
51
From Another Pay Banding System
• Follow the converting out rules for the pay banding system
• Use employee salary to determine equivelent GS Grade
and Step
• Then the AcqDemo buy-in
52
 Transition Highlights
 How to Determine Career Path & Broadband
Step Buy-In

DCPDS Mass Transition Process
53
DCPDS Mass Transition Process
Build Positions
in DCPDS
• Calculates new
Salary (buy-in)
• Includes new
position number
and sequence
for each employee
Complete
Transition
Worksheet
Run
Mass
Transition in
DCPDS
Generate Mass
Upload File
• Changes employee’s
salary and places
them on new
position
• NPAs Generated
(SF-50);
(Misc Adjustment
NOA-890)
• Contains new salary,
and new position
information
Using the Transition Tool
Automates the DCPDS
process
54
AcqDemo
Human Resources
Personnel System Changes of AcqDemo
Training Outline
–
–
–
–
–
–
–
–
–
–
–
–
Broadbanding, Classification and Position Requirements Document (PRD)
Modified Staffing, Hiring & Appointment Authorities
– Appointment Authority
– Delegated Examining Authority
– Scholastic Achievement Authority
Pay Administration
Voluntary Emeritus Program
Flexible Probationary Period
Expanded Development Opportunities
– Academic Degree and Certificate Training
– Sabbaticals
Contribution-Based Compensation and Appraisal
System (CCAS)
CCAS Payout Processing
Reduction-in-Force (RIF) Procedures
Converting Out / Determining GS Equivalency
Summary
56
Broadbanding
Classification
Position Requirements Document
(PRD)
Broadbanding
• The broadbanding system replaces the current General Schedule
(GS) structure.
• Occupations with similar characteristics are grouped together into
three career paths with up to four broadband levels.
• Designed to facilitate pay progression and to allow for more
competitive recruitment of quality candidates at differing rates.
• Benefits of Broadbanding:
– Competitive promotions will be less frequent, and movement through
the broadband levels will be a more seamless process than under
current procedures.
– Duty assignments may be realigned among people within an
organization, not constituting a position change (reduces the number
of RPAs or PRD reclassifications)
– Broader latitude in assignments lead to greater retention of quality
employee
58
Classification
GS vs. AcqDemo Classification
GS
AcqDemo
Occupational Family
Career Path
Pay Plan (GS)
Pay Schedule (NH, NJ, NK)
Grade
Broadband Level (I, II, III, IV)
(No Supervisory pay Schedule)
OPM Occupational Title
OPM Occupational Title
OPM Occupational Series (#)
OPM Occupational Series (#)
Over 400 OPM GS Classification
Standards
11 Standards
Position Description (PD)
(One for each Broadband Level based on Factor
Descriptors*)
Position Requirements
Document (PRD)
60
Simplified Classification System
Overview
• OPM qualification standards for occupations
• OPM classification standards for Occupational Series &
Title (only)
• GS Grade and AcDemo Factor broadband level
descriptors used for broadband level determination
• Classification authority delegated to commanders
(or equivalent) by the Federal Register, may redelegate to subordinate level
61
Classification of AcqDemo Positions
Six AcqDemo Classification Factors
Problem Solving
Leadership/Supervision
Teamwork/Cooperation
Communication
Customer Relations
Resource Management
• Career Path, Factors, Descriptors, and Discriminators
constitute grading criteria for determining appropriate
broadband level
• Each Factor has Descriptors for classifying duties and
responsibilities
• Standard across DoD and may not be changed
62
Career Path: Business Management &
Technical Management Professional (NH)
Example of Factor 4: Leadership / Supervision
LEVEL DESCRIPTORS
LEVEL I
 Takes initiative in accomplishing assigned tasks.
 Provides inputs to others in own technical/functional area.
 Seeks and takes advantage of developmental opportunities.
LEVEL II
 Actively contributes as a team member/leader; provides insight and recommends
changes or solutions to problems.
 Proactively guides, coordinates, and consults with others to accomplish projects.
 Identifies and pursues individual/team development opportunities.
Level III
 Provides guidance to individuals/teams; resolves conflicts. Considered a
functional/technical expert by others in the organization; is regularly sought out by
others for advice and assistance.
 Defines, organizes, and assigns activities to accomplish projects/programs goals.
Guides, motivates, and oversees the activities of individuals and teams with focus on
projects/programs issues.
 Fosters individual/team development by mentoring. Pursues or creates training
development programs for self and others.
LEVEL IV
 Establishes and/or leads teams to carry out complex projects or programs. Resolves
conflicts. Creates climate where empowerment and creativity thrive. Recognized as
a technical/functional authority on specific issues.
 Leads, defines, manages, and integrates efforts of several groups or teams. Ensures
organizational mission and program success.
 Fosters the development of other team members by providing guidance or sharing
expertise. Directs assignments to encourage employee development and crossfunctional growth to meet organizational needs. Pursues personal professional
development.
DISCRIMINATORS
- Leadership Role
- Breadth of Influence
- Mentoring/Employee Development
-Leadership Role
- Breadth of Influence
-Leadership Role
-Breadth of Influence
-Leadership Role
-Breadth of Influence
63
Classification
Example: NH-03 Descriptors
All Six Classification Factors:
1. Problem Solving
2. Teamwork/Cooperation
3. Customer Relations
4. Leadership/Supervision
5. Communication
6. Resource Management
64
Classification
Supervisor and Team Leader Positions
OPM Classification Standards are used for:
• Deputies - may be classified in the same broadband as the position to
which they report
• Supervisors – PRD Supervisory Duty is classified per GS Supervisor
Guide
–
–
Combination of technical & administrative direction of others
Major duty occupying at least 25% of position’s time
(time i.e. time cards, approve leave, etc; plan development and req discussions; rating; review of
products, policies and guidance to staff)
–
Meet at least the lowest level of Factor 3 (Managerial Authority)
• Team Leaders – PRD Leader duty is classified per GS Leader Guide
–
–
Lead 3 or more employees (one or two grade level)
Major duty occupying at least 25% of position’s time
(time i.e. comms to team members; reporting, monitoring, training of members, analysis of team’s
progress and effectiveness, approve emergency leave up to 3 days)
–
Don’t fully meet the lowest level of Factor 3 (Managerial Authority)
65
Classification Appeals
• May appeal at any time
− Occupational Series
− Title
− Broadband Level
• An employee may not appeal:
- Accuracy of the position requirements document;
- Demonstration project classification criteria;
- Pay-setting criteria;
- Propriety of a salary schedule; or
- Matters grievable under an administrative or negotiated
grievance procedure or an alternative dispute resolution
procedure.
66
Position Requirements Document
(PRD)
AcqDemo
PDs to PRDs
• The AcqDemo Position Requirements Document (PRD)
replaces the GS Position Description (PD)
• Army G-1 FASCLASS will automatically convert GS PDs to reflect
the appropriate AcqDemo Pay Schedule (Career Path – NH, NJ,
NK), OCC Series Number, OCC Series Title and Broadband Level
• Locally (Org/CPAC) the AcqDemo PRD must be edited locally in
FASCLASS to reflect the appropriate AcqDemo 6 factor titles and
descriptors for the corresponding Career Path and broadband level
for each position.
(e.g. 6 AcqDemo Factors replaces the 9 Factors of the Factor
Evaluation System)
68
AcqDemo
PDs to PRDs
• If there are significant changes to duties identified prior to transition
into AcqDemo, the GS PD will require local reclassification of the
position (i.e. GS-13 to GS-14) prior to the conversion of the AcqDemo
PRD by FASCLASS. (e.g. Supervisory, Team Leader or increased
complexity and responsibility duties)
• Supervisor Positions – classified per General Schedule
Supervisory Guide (GSSG)
- Combination of technical & administrative direction of others
- Major duty occupying at least 25% of position’s time
- Meet at least the lowest level of Factor 3 (Managerial Authority)
69
AcqDemo
PDs to PRDs
• Team Leader Positions – classified per General Schedule
Leader Grade Evaluation Guide (GSLGE)
- Lead 3 or more employees (one or two grade level)
- Major duty occupying at least 25% of positions time
- Don’t fully meet the lowest level of Factor 3 (Managerial Authority)
• Once the organization determines the AcqDemo classification for
each position that will transition into AcqDemo, the organization will
need to complete the Excel spreadsheet that will be used by
FASCLASS to convert the GS PD to the AcqDemo PRD. Return
completed spreadsheet to Army AcqDemo Program Office.
70
• Generic Position Requirements Document (PRD) written at top of the
broadband level
• Candidates qualify (at a minimum) at bottom of broadband level
• Position classified by management. CPAC verifies content and format.
71
PRD Elements
• Position Information
• Organization Information
– Mission
• Duties
• Factors
– Problem Solving
– Teamwork/Cooperation
– Customers Relations
- Leadership/Supervision
- Communications
- Resource Management
• Staffing KSA’s (component determination)
• Supplemental Items (i.e. FLSA, disclosures, DAWIA or certification
requirements, etc.)
72
Creating a Position Requirements Document
(PRD)
73
(PRD)
74
(PRD)
If directed by the command, include a position overview description
before entering the duties
Factor Descriptors will automatically populate based on the
Career Path and Broadband selected for the position
75
(PRD)
76
Edits in FASCLASS of PD to PRD
77
Edits in FASCLASS of PD to PRD
Army
Item
GS PD
TO
AcqDemo PRD
Pay Schedule GS
Now Becomes
NH, NJ, or NK
Grade/Level
Grade
Now Becomes
Broadband Level I, II, III or IV
Factors
Nine Factors of FES
Now Becomes
Six AcqDemo Factors
Becomes
78
Modified Staffing
Hiring & Appointment Authority
Definitions Related to Staffing
External and Internal Hiring Process Flow
Employee Mobility
External Hiring
Internal Placement
AcqDemo Definitions Related to Staffing
Army
For a complete listing of all AcqDemo definitions see Appendix L of the
DoD & Army OP dated 15 May 2003, Updated April 2014
Terms
Definition
BROADBAND LEVEL
A broadband level is a pay range derived from the General Schedule pay
rates.
CAREER PATH
One of three categories that an employee is placed in which corresponds
to the employee’s occupational series currently held.
CHANGE TO LOWER
BROADBAND LEVEL
The movement of an employee to a lower broadband level within the
same career path or to a different career path and level in which the new
broadband level has a lower maximum salary range than the broadband
level from which the employee is being moved.
CHANGE IN ASSIGNMENT
WITHIN THE
DEMONSTRATION PROJECT
Employees may receive a change in assignment without processing an
Official Personnel Action, unless it results in a change to series,
broadband level, or KSAs. No salary increase will be received by the
employee.
LATERAL TRANSFER (Federal
Employee (Outside of the
Demo) Entering the Demo.)
Reassignment between Agencies/components without change in basic
pay except as provided by any WIGI or career ladder buy-in.
(Army) LOWER BROADBAND
LEVEL
The lower broadband level is one whose maximum rate of pay is less
than the maximum rate of pay of the employee's current broadband level.
80
AcqDemo Definitions Related to Staffing (con’t)
Army
Terms
Definition
NEW HIRE
The first appointment to a position as a civilian employee within the Federal
Government.
POSITION REQUIREMENTS
DOCUMENT (PRD)
The position requirements document for each employee provides jobspecific information, broadband level descriptors, and other information
pertinent to the job, including staffing requirements and contribution
expectations. This document replaces the current agency-developed
position description.
PROBATIONARY PERIOD
The probationary period is a period of time in which supervisors evaluate a
newly hired demonstration project employee’s contribution and conduct
within the acquisition workplace environment to determine whether the
employee should be retained.
PROMOTION (Federal
Employee Within the Demo.)
The movement of an employee to a higher broadband level within the same
career path (e.g. NK I to NK II) or a different career path and level in which
the new broadband level has a higher maximum base pay than the
broadband level from which the employee is being moved (NK II to NH II).
Salary may be set at 6% to 20% over current salary or the minimum of the
broadband level whichever is higher.
81
AcqDemo Definitions Related to Staffing (con’t)
Terms
Definition
PROMOTION (Federal Employee
(Outside of the Demo) Entering
the Demo.)
Movement of a non-AcqDemo Federal employee selected under
competitive or merit promotion procedures for an AcqDemo position in a
broadband with a higher maximum base pay rate than the position
currently held or previously held on a permanent basis in the competitive
service by the employee. Recommending official may approve increases
up to 10 percent. Recommended increases from 10 up to 20 percent
will be approved by a designated management official at least one level
above the recommending official.
REASSIGNMENT (Federal
Employee Within the Demo.)
The change of an employee from one position to another position within
the same broadband level in the same career path or to a position in
another career path and level in which the new broadband level has the
same maximum salary rate than the broadband level from which the
employee is being moved (e.g. NJ-I to NH-I). There is no change in
base pay for employees within the Demo.
REASSIGNMENT (Federal
Employee (Outside of the Demo)
Entering the Demo.)
Change of an employee from one position in another pay system to
an AcgDemo position without promotion or change to lower broadband .
Reassignment includes : (1) movement to a position in a new Occ series
or to another position in the same series and (2) movement to a
different position at the same grade/broadband level equivalency but
with a change in salary that is the result of a different locality payment.
(Buy-in applies, refer to Federal Register Vol. 66, No . 98, 21 May
2001 , Amendment to Federal Register Vo l. 64, No . 05, 8 Jan 1999,
Sec V A.)”
82
Modified Staffing
Employee Mobility
Details
Changes in Assignment
Reassignments
Promotions
Temporary Promotions
Competitive and Non-Competitive Mobility
Accretion of Duties
Employee Movement/Mobility
(Movement Options – Details)
Detail (GS to AcqDemo): A temporary assignment of an employee to a
different position for a specified period, with the employee returning to his or
her regular duties at the end of the detail. (5 U.S.C. chapter 33, subchapter III)
Requirements:
- Details (GS to AcqDemo) NTE 120 days, OR NTE up to 1 year
- Employee (GS to AcqDemo) must remain in the same Occ series and the
equivalent broadband level that the grade corresponds (i.e. GS-12 or GS-13 =
NH-03)
Detail NTE 120
No RPA required
Do NOT “convert” in to AcqDemo
Detail NTE 1 Year
RPA Required; NOA 930 NTE
Will “convert” into AcqDemo
remain under their current appraisal
system
84
(Movement Options – Change in Assignment)
DoD & Army Operating Procedures dated 15 May, 2003, Chapter 4, Para
4.3.2.4
Change in Assignment Within the Demonstration Project (“Detail”
AcqDemo to AcqDemo): Employees may receive a change in assignment
without processing an Official Personnel Action, unless it results in a change
to Occ series, broadband level (i.e. NJ-IV to NH-III), or KSAs.
Requirements:
- Must be qualified (OPM Standards apply) for the duties/position.
- Employee must remain in the same Occ series, Career Path and
Broadband level (i.e. NH-0301-03 to NH-0301-03)
- Changes in Assignment NTE up to 1 year.
- No RPA required for the Change in Assignment NTE.
85
(Movement Options- Reassignment; NOA-721)
DoD & Army Operating Procedures updated April 2014; Two Definitions
of Reassignment for AcqDemo
Federal Employee (Entering from Outside of the Demo): Change of an
employee from one position in another pay system to an AcgDemo position
without promotion or change to lower broadband . Reassignment includes :
(1) movement to a position in a new Occ series or to another position in the
same series and (2) movement to a different position at the same
grade/broadband level equivalency but with a change in salary that is the
result of a different locality payment. (Buy-i n applies, refer to Federal
Register Vol. 66, No . 98, 21 May 2001 , Amendment to Federal Register
Vo l. 64, No . 05, 8 Jan 1999, Sec V A.)”
• Federal Employee (Within the Demo): The change of an employee from
one position to another position within the same broadband level in the same
career path or to a position in another career path and level in which the new
broadband level has the same maximum salary rate than the broadband level
from which the employee is being moved (e.g. NJ-I to NH-I). There is no
change in base pay for employees within the Demo.
86
(Movement Options- Reassignment; NOA-721)
Federal Employee (Entering from Outside of the Demo) i.e. GS to AcqDemo
Requirements:
- Permanent (or temporary) reassignment to AcqDemo
- RPA is required
- Employee will “convert” to AcqDemo (i.e. conversion procedures apply – assignment
to Career Path and Broadband level based on current GS grade & Occ series.)
Federal Employee (Within the Demo), i.e. NH-III to NH-III
Requirements:
- RPA is required if changing Occ Series, different PRD or being reassigned
permanently
- Employee must stay in the same Career Path and Broadband Level
Temporary Reassignment (NOA 921 NTE) from GS to AcqDemo positions is
NOT recommended. Flexibility option would be to use Detail (NOA-930 NTE)
instead. If however, Temporary Reassignment is used and expires or
terminates, the employee will revert to his/her permanent position and pay
plus any regularly scheduled within-grade increase if applicable, because the
reassignment is only temporary. There is NO buy-in for Temp Reassignment.
87
(Movement Options – Promotion; NOA-702)
DoD & Army Operating Procedures updated April 2014;
Two definitions of Promotion in AcqDemo
Promotion (Federal Employee (Outside of the Demo) Entering the
Demo.) i.e. GS to AcqDemo Movement of a non-AcqDemo Federal
employee selected under competitive or merit promotion procedures for an
AcqDemo position in a broadband with a higher maximum base pay rate
than the position currently held or previously held on a permanent basis in
the competitive service by the employee.
Promotion (Federal Employee Within the Demo.) i.e NH-III to NH IV
The movement of an employee to a higher broadband level within the
same career path (e.g. NK I to NK II) or a different career path and level
in which the new broadband level has a higher maximum salary rate than
the broadband level from which the employee is being moved (NK II to NH
II).
88
(Movement Options – Promotion; NOA-702)
Promotion (Federal Employee (Outside of the Demo) Entering the Demo.)
i.e. GS to AcqDemo
Requirements:
- Must be qualified (OPM Standards apply) for the duties/position
- Is a competitive action
- GS employee “converts” to AcqDemo (i.e., GS-13 to NH-IV and GS-14 to NH-IV)
Promotion (Federal Employee Within the Demo) i.e NH-III to NH IV
Requirements:
- Must be qualified (OPM Standards apply) for the duties/position
- May be a competitive or non-competitive action (e.g. accretion of duties)
89
(Movement Options – Temporary Promotion NOA-703)
Temporary Promotions in AcqDemo apply the same staffing
process and definition used for Permanent Promotions.
• Temporary Promotions may be either:
-Competitive: More than 120 days
-Non-Competitive: Not to Exceed (NTE) 120 days
• Movement is to a higher broadband level than current broadband level or
higher salary range than the current GS grade salary range.
• If competed, may become Permanent if it was included in the original
announcement.
• Upon expiration of the Temporary Promotion, employee will return to
original position (or equivalent) and pay, NOA-713.
• May not be placed on more than one Non-competitive (NTE 120 days)
Temporary Promotion within a 12 month period, unless there is further
competition.
90
Army
Employee Mobility
Competitive and Non-Competitive Actions
• Competitive
–
–
Promotions
Temporary Promotions greater than 120 days
• Non-Competitive
−
−
−
−
−
−
−
−
−
Re-Promotions
GS employee entering equivalent broadband
Movement to a position having no greater salary potential
than current or previously held position
RIF placement
Career Ladder Promotions
Temporary Promotions NTE 120 days
Modified Term Conversion
Candidates not given proper consideration
Accretion of duties (Army)
91
Employee Mobility
Summary of AcqDemo to AcqDemo Movement
• Promotion
• Reassignment to another Career Path/Broadband Level
• Change in Assignment OR Reassignment within Career
Path/Broadband Level
• Movement to a Lower Broadband
–
Voluntary/Involuntary/RIF/Return Disability
NH
Promotion
II
$27,431 - 65,371
(GS 5 – 11)
III
$60,274 - 93,175
(GS 12 – 13)
NJ
I
$17,803 - 31,871
(GS 1 – 4)
II
$27,431 - 48,917
(GS 5 – 8)
III
$41,563 - 65,371
(GS 9 – 11)
Lower Movement
IV
$84,697 -129,517
(GS 14 – 15)
Promotion
I
$17,803 - 31,871
(GS 1 – 4)
Chng&Reasmt
IV
$60,274 - 93,175
(GS 12 – 13)
NK
I
$17,803 - 31,871
(GS 1 – 4)
II
$27,431 - 44,176
(GS 5 – 7)
III
$37,631 - 59,505
(GS 8 – 10)
92
Employee Mobility
Army
Accretion of Duties
Accretion of Duties - The justification for the increase from a Broadband Level
to a higher Broadband Level must be substantive and clear. Not only should
the supervisor be able to demonstrate that the promotion was due to an
accretion of duties, but the duties themselves should be explained in sufficient
detail to fully support classification at that higher level. This documentation
should be able to withstand later review by an independent authority.
*Jun 2011 Army M&RA (G-1), Demonstration Project Representative provided additional
guidance on Army Accretions:
• An accretion of duties is based on additional duties and responsibilities that are added over a
reasonable period of time to an employee's position.
• Non-Supervisory positions may not accrete to Supervisory position. CHRA has determined
that is a Competitive Action.
• Employees on a Temporary Detail (or Change in Assignment) may not accrete.
• An employee can be accreted from an NK 3 to an NH 2 as long as the employee meets the
OPM Qualification Standard for the position.
• Does not support or recommend the accretion of an employee from the NK III to a NH III
position.
93
Modified Staffing
External Hiring
External Hiring
• All hiring authorities available to hire employees
covered by 5 CFR, are available for use under
AcqDemo rules. (e.g. VRA, VEOA, EHA, ICTAP, etc.)
• AcqDemo Appointment Authorities
• Delegated Examining under AcqDemo
• Scholastic Achievement Appointment
95
Appointment Authorities
• Permanent
–
Same as Existing Career and Career-Conditional Appointments
• Temporary
–
Same as Existing Temporary Authority
• Modified Term



Based on Existing Term Appointments (5 CFR 316.601)
Up to 5 years + 1 Year extension (6 years total)
May become PERM (Conversion to Career Conditional) without further
competition after 2 years if:
•
•

Stated in the vacancy announcement
If initial appointment was a competitive action
Must stay in the same Occ Series, Career Path and BBL
96
External Hiring
Delegated Examining Authority
• Competitive examining authority is delegated to the
Components
• Applies to all AcqDemo positions, but excludes:
-
-
Wage Grade,
STEP’s/SCEP (students, summer-hires),
Firefighters and Law Enforcement Personnel,
Administrative Law Judges,
Senior Executive Service,
Executive Assignment System,
Senior Level Positions, and
Any positions that require an examining process covered
by court order.
In Army, current delegation will remain the same. The ASA (M&RA) (CHRA) will
obtain from OPM any required delegated examining authority for the CONUS CPACs,
overseas commands, and for the independent Civilian Personnel Offices.
97
Competitive Examining Process
No Change
98
Army
AcqDemo Vacancy Announcements
4.1.4 Vacancy Announcements. Determinations of appropriate areas of
consideration and length of open periods for receipt of applications will be
made by considering the nature of the positions covered by the examination;
their career potential; and the characteristics of the labor market.
Army 4.1.4 (was Army 4.2.2) Vacancy Announcements. In addition to the
above, refer to applicable provisions of the delegated examining agreement
when determining appropriate area of consideration and length of open
periods. A position has to be advertised representing the lowest equivalent
GS step 1 to the highest equivalent GS step 10 in the broadband.
Management will set the pay upon selection of the applicant consistent with
qualifications/education and the expected contribution of the position.
99
External Hiring
Delegated Examining Process
May 11, 2010 Presidential Memorandum - Improving the Federal Recruitment and Hiring Process
“(3) provide for selection from among a larger number of qualified applicants by using the "category rating" approach (as
authorized by section 3319 of title 5, United States Code), rather than the "rule of 3" approach, under which managers may only
select from among the three highest scoring applicants”
• Candidates
–
–
–
–
Candidates who meet basic qualifications at the lowest equivalent
grade of the broadband level for the position will be further evaluated
for knowledge, skills, and abilities directly linked to the position.
Are assigned to one-of-three quality groups: basically qualified,
highly qualified, or superior.
Candidates will be given numerical scores of 70, 80, or 90 or above
for this evaluation.
Eliminates “Rule of Three”
• Veterans have 5 or 10 pts. added to scores, annotated and
listed ahead of others having the same numerical score.
• Selecting officials receive a reasonable number of
candidates. All in highest group are certified.
100
Example of Rank Order
101
Modified Staffing
External Hiring
Individual Conversion Post Organization Conversion
Scholastic Achievement Authority
( NOTE: Expedited Hiring Authority is available to AcqDemo activities)
Individual Conversion Process
Post Organization Conversion
Individual Conversion
Process Flow
(Post
Selection)
(Pre-Placement of Candidate)
Management
Official
Desires to Fill
Vacancy
Flow
Pay Setting
Considerations*:
HR/CPAC/
Management
Official:
CPAC/HR/
Management
Official :
- Determines
Occ/CP/BBL
-Referral List
-Commander
(or equivalent)
Classifies
Position
-Vet Pref
• Promotion (NOA 702)
-Set pay anywhere w/in
the BBL
-No Buy-in
-Select
Candidate
•Reassignment (NOA 721)
-Buy-in Only
-WiGI Buy-in
or Set Pay
(if appl)
• Lateral Trans (NOA 130)
-Buy-in Only
-RPA for PRD
Classification
in FASCLASS &
Vacancy Ann
(Internal/External)
-Close Vac Ann
-Clear PPP
-Make Offer
GS to AcqDemo
Move
Employee
Into
AcqDemo
Appropriate
SF-50
Generated
AcqDemo to AcqDemo
•Promotion (NOA 702)
-6% to 20%* (or >20%)
•Reassignment (NOA 721)
-No Pay Setting or Buyin
New to Fed Service
-Anywhere w/in the BBL
104
• Given to the AcqDemo project to permit the appointment
of candidates with degrees to positions in NH Career Path
at broadband level II.
• New hires may be paid at a higher level on the basis of
their scholastic achievements.
–
–
Managers have the authority to set pay for new hires
HR Specialist advises the Manager on pay setting options
106
Scholastic Achievement Appointments
• Allows for Appointment of Degreed Candidates if:
– Meet OPM minimum qualifications
– Occupation has positive education requirement
• Bachelors: NH-II
- GPA ≥ 3.5 in Occupational Field of Study; and
Overall ≥ 3.0
- Pay level up to GS-7, Step 10 equivalent
• Masters: NH-II
- GPA ≥ 3.7 GPA (Graduate) in Occupational Field of study
- Pay level GS-9, Step 10 or GS-11, Step10 equivalent
• Veterans’ Preference will apply when selecting candidates
under this authority
107
Priority Placement Program
4.1.2 Priority Placement Program (PPP). The Demonstration Project
remains subject to DoD’s Priority Placement Program, and OPM’s
Interagency Career Transition Assistance Program (ICTAP) when
applicable. PPP requisitions normally will be submitted at the highest
grade reflected in the broadband level. Positions covered by a formal
training program (e.g. Interns, Upward Mobility) are requisitioned at the
entry level. For the use of the training (TRA) option, refer to the DoD PPP
Operations Manual.
109
Army 4.1.2 (was Army 4.7) Priority Placement Program (PPP). Under this project, PPP will clear at
the highest grade in the broadband. Reference ASA(M&RA) memorandum, dated March 12, 1999,
subject: Priority Placement Program (PPP) Registration and Requisitioning under the Acquisition
Workforce Personnel Demonstration Project.
Requisitions will be submitted at the target grade reflected in the broadband to which the position
corresponds. The target grades for the Acquisition Workforce Personnel Demonstration Project career
path and broadband levels are as follows:
In accordance with current PPP policy, positions covered by a formal training program are requisitioned at
the entry grade with the “trainee” (TRA) option code. For example, a local intern position in NK II will be
requisitioned at the GS-05 with the “TRA” option code.
Demonstration project employees who are entitled to PPP registration must be registered using the
General Schedule or Federal Wage System pay plans. The conversion procedure provided in Chapter
14, Section 14.2 will be applied to determine the registrant’s equivalent GS grade. That grade will be
used as the basis for determining the grade level(s) in the General Schedule or the Federal Wage System
for which PPP registration is appropriate.
110
Modified Staffing
Internal Placement
Voluntary / Involuntary Placement
Returned to Duty
Employee Mobility
Internal Placement
In addition to these
Internal Placements
Promotion Federal Employee Within the Demo
i.e NH-III to NH-IV (NOA 702) (To include Temp Promotions)
Reassignment Federal Employee (Within the Demo)
i.e. NH-III to NH-III (NOA 721)
Change in Assignment Within the Demonstration Project
(“Detail” AcqDemo to AcqDemo)
112
Voluntary / Involuntary Downgrades
Voluntary Change to Lower Broadband Level/Change in Career
Path (except RIF).
• When an employee accepts a voluntary change to lower
broadband level or a different career path, salary may be set at any
point within the broadband level to which appointed, except that the
new salary will not exceed the employee’s current salary or the
maximum salary of the broadband level to which assigned,
whichever is lower.
• An employee’s request for voluntary change to a lower broadband
level or different career path should provide a reason(s) for the
request. All actions shall be documented by use of an official
personnel action and appropriately filed.
113
Involuntary Change to a Lower Broadband Level Without
Reduction in Pay Due to Contribution-Based Action.
• Due to inadequate contribution, an employee may move to a
lower broadband level as a result of receiving partial or no general
pay increase. When an employee is changed to a lower broadband
level due to such a situation, it is not considered an adverse action.
• Supervisors shall initiate an involuntary change to lower
broadband level promptly after the pay pool manager approves the
annual pay out. An official personnel action will be prepared to
reflect this change.
• The employee’s rate of basic pay shall remain unchanged.
114
Involuntary Reduction in Pay/Change to Lower Broadband
Level in a Same or Different Career Path Due to Contributionbased Action.
• An employee may receive a reduction in pay within his/her
existing broadband level and career path; be changed to a lower
broadband level; and/or be moved to a new position in a different
career path due to a contribution based action.
• In these situations, the employee’s base salary will be reduced by
at least six percent, but will be set no lower than the minimum
salary of the broadband level to which assigned. Employees
placed into a lower broadband due to contribution based action are
not entitled to pay retention.
115
Involuntary Reduction in Pay/Change to Lower Broadband
Level/Change in Career Path Due to Adverse Action.
• An employee may receive a reduction in pay within his/her
existing broadband level and career path; be changed to a lower
broadband level; and/or be moved to a new position in a different
career path due to an adverse action.
• In these situations, the employee’s salary will be reduced by at
least six percent, but will be set no lower than the minimum salary
of the broadband level to which assigned. Employees placed into a
lower broadband due to an adverse action are not entitled to pay
retention.
116
Reduction-in-Force (RIF) Action (Including Employees Who
are Offered and Accept a Vacancy at a Lower Broadband Level
or in a Different Career Path).
•
The employee is entitled to pay retention if all title 5 conditions
are met; 5 CFR §536.103 Coverage and applicability of grade
retention.
117
Return to Limited or Light Duty
Return to Limited or Light Duty from a Disability as a Result of
Occupational Injury to a Position in a Lower Broadband Level
or to a Career Path with Lower Salary Potential than Held Prior
to the Injury.
• The employee is entitled indefinitely to the salary held prior to the
injury and shall receive full general and locality pay increases.
118
AcqDemo Pay Administration
“Pay Setting”
Details (GS to AcqDemo)
Change in Assignment (AcqDemo to AcqDemo)
Reassignment (AcqDemo to AcqDemo)
Promotions
Temporary Promotions
Reassignments
Pay Administration
(Details; GS – Internal or Matrix)
Detail (Internal or Matrix): A temporary assignment of an employee to a
different position for a specified period, with the employee returning to his or
her regular duties at the end of the detail. (5 U.S.C. chapter 33, subchapter III)
Pay Setting:
- No salary increase will be received by the employee
- Employee will return to original position
- Employee remain GS and be rated in their current performance management
system
- May be eligible to receive Chapter 45 Incentive Award (on-the-spot, special
act, etc.) at the discretion of Management
120
Pay Administration
(Change in Assignment; AcqDemo to AcqDemo)
Change in Assignment Within the Demonstration Project (“Detail”
AcqDemo to AcqDemo): Employees may receive a change in assignment
without processing an Official Personnel Action, unless it results in a change
to Occ series, broadband level, or KSAs. No salary increase will be received
by the employee.
Pay Setting:
- No salary increase will be received by the employee
- Employee will return to original AcqDemo position
- Employee will be rated under CCAS if she/he was under AcqDemo for 90
consecutive days immediately preceding 30 Sep
- Salary may be increased only during the CCAS Pay Pool Panel process
- May be eligible to receive Contribution Award (CA) during the CCAS Pay
Pool Panel process
- May be eligible to receive Chapter 45 Incentive Award (on-the-spot, special
act, etc.) at the discretion of Management.
121
Pay Administration
(Reassignment NOA-721 GS to AcqDemo)
DoD & Army Operating Procedures updated April 2014; Two Definitions
of Reassignment for AcqDemo
Federal Employee (Entering from Outside of the Demo): Change of an employee
from one position in another pay system to an AcgDemo position without promotion
or change to lower broadband . Reassignment includes: (1) movement to a position in
a new Occ series or to another position in the same series and (2) movement to a
different position at the same grade/broadband level equivalency but with a change
in salary that is the result of a different locality payment. (Buy-in applies, refer to
Federal Register Vol. 66, No . 98, 21 May 2001 , Amendment to Federal Register
Vo l. 64, No . 05, 8 Jan 1999, Sec V A.)”
Pay Setting:
- Employee will permanently convert into AcqDemo
- Buy-in will apply (use “Conversion Calculator” http://acqdemo.dau.mil/AcqDemoBIC.html)
- NO additional salary increase upon reassignment (i.e. “pay setting”)
- May be eligible to receive Chapter 45 Incentive Award (on-the-spot, special act, etc.)
at the discretion of management
122
Pay Administration
(Reassignment NOA-721 AcqDemo to AcqDemo)
• Federal Employee (Within the Demo): The change of an employee from one
position to another position within the same broadband level in the same career path
or to a position in another career path and level in which the new broadband level has
the same maximum salary rate than the broad band level from which the employee is
being moved (e.g. NJ IV to NH III). There is no change in salary for employees within
the Demo.
Pay Setting:
- No salary increase will be received by the employee.
- Employee will return to original AcqDemo position upon completion of assignment.
- Employee will be rated under CCAS if she/he was under AcqDemo for 90
consecutive days immediately preceding 30 Sep.
-Salary may be increased only during the CCAS Pay Pool Panel process.
- May be eligible to receive Contribution Award (CA) during the CCAS Pay Pool
Panel process.
- May be eligible to receive Chapter 45 Incentive Award (on-the-spot, special act,
etc.) at the discretion of Management.
123
Pay Administration
(Promotion NOA-702)
DoD & Army Operating Procedures updated April 2014;
Two definitions of Promotion in AcqDemo
Promotion (Federal Employee (Outside of the Demo) Entering the Demo.) i.e.
GS to AcqDemo
Movement of a non-AcqDemo Federal employee selected under competitive or
merit promotion procedures for an AcqDemo position in a broadband with a higher
maximum base pay rate than the position currently held or previously held on a
permanent basis in the competitive service by the employee.
Promotion (Federal Employee Within the Demo.) i.e NH-III to NH IV The
movement of an employee to a higher broadband level within the same career
path (e.g. NK I to NK II) or a different career path and level in which the new
broadband level has a higher maximum salary rate than the broadband level from
which the employee is being moved (NK II to NH II). Salary may be set at 6% to
20% over current salary or the minimum of the broadband level whichever is
higher.
124
Pay Administration
(Example1: Promotion Outside of the Demo NOA-702)
Demo.) i.e. GS to AcqDemo Movement of a non-AcqDemo Federal employee
selected under competitive or merit promotion procedures for an
AcqDemo position in a broadband with a higher maximum base pay rate
than the position currently held or previously held on a permanent basis in
the competitive service by the employee.
For example, in 2014
– A GS-13 has a base salary range of $72,391 to $94,108
– NH-IV (former GS-14s/15s) has a salary range of $85,544 to $130,810
Recommending Official approves up to
10% base pay increase, Management
Official above 10% up to 20%
125
Pay Administration
(Example 2: Promotion Outside of Demo NOA-702)
Promotion (Federal Employee (Outside of the Demo) Entering the Demo.) i.e.
GS to AcqDemo Movement of a non-AcqDemo Federal employee selected under
competitive or merit promotion procedures for an AcqDemo position in a
broadband with a higher maximum base pay rate than the position currently held or
previously held on a permanent basis in the competitive service by the employee.
Question: What if I competitively select a GS 12 employee (i.e. GS-12 to NH-III
position or GS-14 to NH-IV position) whose salary is in the lower range of the
broadband level AND was NEVER in NSPS (NSPS i.e. YA-2, YD-2, or YA-3, YD-3
etc.)? This is a Promotion (NOA-702.)
126
Pay Administration
(Example 3: Promotion Outside of Demo) NOA-702)
employee selected under competitive or merit promotion procedures
for an AcqDemo position in a broadband with a higher maximum base pay
rate than the position currently held or previously held on a permanent
basis in the competitive service by the employee.
Question: What if I competitively select a GS-12 or GS-13 employee who was
previously a YA-2 in NSPS? Since the previously held highest maximum grade
equivalency of the pay bands are the same, this employee is NOT Promoted and
instead Reassigned (NOA-721) into AcqDemo. Important know the history.
Use Reassignment pay setting rules
127
Pay Administration Exception
(Example 4: Promotion Outside of Demo) NOA-702)
employee selected under competitive or merit promotion procedures
for an AcqDemo position in a broadband with a higher maximum base pay
rate than the position currently held or previously held on a permanent
basis in the competitive service by the employee.
Question: What if I competitively select a GS-11 employee to NH-III who was
previously in NSPS (YA-2)? AcqDemo FedRegs state that an employee must
have their base pay rate set at no lower than the minimum of the pay range of the
broadband level selected to. Promotion is the only way to set pay in AcqDemo.
128
Pay Administration – Pay Considerations
(Promotion Entering Outside of Demo NOA-702)
Federal Employee (Entering from Outside of the Demo)
• Initial pay will be set at a level consistent with the individual's
qualifications and the expected contribution of the position.
• Employees will enter the demonstration project at
– their existing rate of pay,
– the minimum salary for the broadband level, or
– a rate determined by management.
• Hiring official will determine the starting salary based upon
– available labor market considerations relative to special
qualifications requirements,
– scarcity of qualified applicants,
– programmatic urgency, and
– education/experience of the new candidates.
129
Pay Administration – Pay Considerations
(Promotion Entering Outside of Demo NOA-702)
DoD & Army Operating Procedures updated April 2014,
Federal Employee (Entering from Outside of the Demo)
Based on all previous considerations:
• Recommending official may approve increases up to 10 percent.
• Recommended increases from 10 up to 20 percent will be approved by a
designated management official at least one level above the
recommending official.
130
Pay Administration
(Example: Promotion Within the Demo NOA-702)
Federal Employee (Within the Demo):
• Promotion is normally a competitive action.
• The movement of an employee to a higher broadband level
within the same career path (e.g. NH III to NH IV)
• Movement to a different career path and level in which the
new broadband level has a higher maximum salary rate 131
Pay Administration
(Example: Promotion Within Demo AcqDemo to AcqDemo NOA-702)
Pay Setting for Federal Employee (Within the Demo)
• Salary after promotion shall be at least 6 to 20% greater than the
employee's current salary; however,
• May receive greater than a 20% increase if needed to reach minimum
rate of new pay band.
67,852
For example – NH-IV salary range is $85,544 to $130,810
– NH-III selectee’s salary is $67,852
– NH-IV minimum is $85,544 or approx 28.63%
132
Pay Administration
(Promotion for Retained Pay NOA-702)
AcqDemo Employee Promoted on Retained Pay
When an employee on retained pay is promoted to a higher
broadband level, at a minimum, the employee’s salary upon
promotion will be set in the higher broadband level
(1) At 6% higher than the maximum rate (base + locality) of the
employee’s existing broadband level, or
(2) At the employee’s existing retained rate, or
(3) Whichever is greater.
133
Pay Administration
(Example: Promotion for Retained Pay NOA-702)
AcqDemo Employee Promoted on Retained Pay
(1) At 6% higher than the maximum rate of the employee’s existing broadband
level, or
(2) At the employee’s existing retained rate, or
(3) Whichever is greater.
Example: NH-III who is promoted but on retained rate of $118,392
(1)
$94,108 * 6% = $5,646
$94,108
+ 5,646
$99,754
$99,754
x0.2422
$24,160
$99,754
+$24,160*locality
$123,914
(2)
(3)
Existing Rate
$123,914 > $118,392
$118,392
$123,914
134
Pay Administration
(Temporary Promotion; NOA-703)
Temporary Promotions in AcqDemo apply the same staffing
process and definition used for Permanent Promotions.
• Temporary promotions may be either:
• Movement is to a higher broadband level than current broadband level or higher
salary range than the current GS grade salary range.
• If competed, may become permanent if it was included in the original
announcement.
• Upon expiration of the Temporary Promotion, employee will return to original
position (or equivalent), NOA-703 and same pay of record
• May not be placed on more than one non-competitive (NTE 120 days) temporary
promotion within a 12 month period, unless there is further competition.
135
Pay Administration
(Example: Temporary Promotion Outside of the Demo NOA-703)
Demo.) i.e. GS to AcqDemo
Recommending official may approve increases up to 10 percent.
Recommended increases from 10 up to 20 percent will be approved by a
designated management official at least one level above the recommending
official.
Temporary Promotions may be either:
In either case (competitive or non-competitive), upon return to GS Position of
Record, salary (with locality) will resume at the rate prior to Temporary
Promotion.
Depending on the NTE, the Employee will be rated under CCAS if she/he was
under AcqDemo for 90 consecutive days immediately preceding 30 Sep.
136
Pay Administration (1 of 2)
(Example: Temporary Promotion Within the Demo NOA-703)
“…Salary may be set at 6% to 20% over current salary or the minimum of
the broadband level whichever is higher.”
OR
In either case (competitive or non-competitive), upon return to Position of
Record, salary (with locality) will resume at the rate prior to Temporary
Promotion.
137
Pay Administration (2 of 2)
(Example: Temporary Promotion Within the Demo NOA-703)
“…Salary may be set at 6% to 20% over current salary or the minimum of
the broadband level whichever is higher.”
- Employee will be rated on the permanent position of record under CCAS.
- The temporary promotion salary will be adjusted to include the percentage
of any salary increase of the CCAS payout and the temporary promotion
percent salary increase of no less than 6% of the permanent position of record
new pay.
138
Expanded Development
Opportunities
Academic Degree & Certification
Sabbaticals
AcqDemo
Academic Degree & Certification
Training
Extension of Degree and
Certification Training Authority
• DAWIA authorized degree and certification training for
acquisition-coded positions through the year 2017
• AcqDemo:
– Extended for the duration of the project
– Expanded coverage to all AcqDemo positions
• Authorizes local level approval for certification training
– Funding, and procedures
– Implementation is local responsibility
141
AcqDemo Sabbatical
Sabbatical
Army
 Sabbaticals
Local authority approval
− 3-12 month duration
− Available to AcqDemo employees with 7+ years experience
− The Employee may only take one sabbatical every five years.
- The Employee must agree to provide a report summarizing
the results of the sabbatical which includes what was
accomplished and the benefits derived for the Employee, the
organization, and the acquisition community.
- The Pay Pool Manager will review application and post
utilization assignment, if any.
−
See Appendix M of the DoD/Army Operating Procedures for the Army Sabbatical
application process.
143
Contribution-Based Compensation
and Appraisal System (CCAS)
AcqDemo Rating System
CCAS Pay Adjustment References
CCAS Appraisal and Scoring
Contribution Improvement Plan
Grievance Process
CCAS Rating Cycle
CCAS Process
Pay Pool
Manager / Panel
Annual Planning
Rating Official Notifies
Employee of :
1 - Career Path and
Broadband Level,
Factors (Weights,
If Any), Discriminators,
Descriptors; and
2 - Overall Contribution
Score (OCS) That
Corresponds to
Employee’s Pay
Employee
Prepares Summary
of Contributions
Mid-Point Review
And
Annual
Assessment
Rating Official
Assesses and Rates
Employees
$$$
Pay Adjustment
Effective
1st Pay Period
In January
DFAS
Pay Pool Panel Determines
Final OCS & Recommends
Pay Adjustments
Informal, Frequent
Communication
Between Rating Official
And Employee
Throughout the Year
CPOC
Rating Official
Communicates
Final OCS, Factors Scores,
and Pay Adjustments
to Employees
CAS2Net
Contribution Planning
OCT NOV DEC JAN FEB MAR APR MAY JUN JUL AUG SEP OCT
NOV
--Pay Pool Panel-Beginning of Rating Period
DEC
JAN
--Payout--
End of Rating Period
145
CAS2Net
CAS2Net is the automated tool used to manage the AcqDemo
performance management process called the Contributionbased Compensation and Appraisal System (CCAS)
CAS2Net
Database
DoD
AcqDemo
Office
DCPDS
User Modules
Browser
CCAS Spreadsheet
Browser
Factor appraisals
and recommended
factor scores
Personnel
Data
Changes
Data Maintainers
Pay Pool Panels
Scores/Ratings
Payouts
Employees
Supervisors
Sub-panel Managers
146
Pay Adjustment References
GS
AcqDemo
General Pay Increase (GPI)*
General Pay Increase (GPI)*
•
Within-grade increases
Contribution Rating Increase (CRI)
(i.e., base pay increase)
•
Quality-step increases
•
Promotions (equivalent to
grades within broadband
levels)
Locality Pay
Performance Awards
- 2.4% floor 1st year for new
conversions
- 2.0% floor subsequent years
Locality Pay
Contribution Awards (CA)
(i.e. rating-based award)
- 1.3% floor 1st year for new
conversions
1.0% floor subsequent years
Chapter 45 and other Incentive Awards
Chapter 45 and other Incentive Awards
147
Annual Pay Adjustment
-PAID OVER 26
PAY PERIODS
-COUNTS TOWARD
RETIREMENT
CRI
GPI
LOCALITY
Often incorrectly
known as COLA
-CURRENT PAY CANNOT
BE REDUCED THROUGH
CCAS ASSESSMENT
--ONLY THROUGH
ADVERSE ACTION
+
CA
NEW PAY
- Lump Sum
148
Expected Overall Contribution Score (OCS)
Expected Contribution Range
Employee’s Expected OCS (Overall Contribution Score) and Range are shown in CAS2Net.
The Expected OCS and Range are based on the employee’s basic pay.
Employees may determine their expected contribution range by locating the intersection of their basic pay
with the rails of the normal pay range.
Expected OCS
64, 65, 66, 67, 68, 69, 70, 71
-3, -2, -1,
0,
+1, +2, +3, +4
(Between The Rails)
$67,958
149
149
All Employees Start Off “Between The
Rails” Appropriately Compensated
$130,500
A
$100,000
C
$67,958
$80,000
B
$60,000
$40,000
Not To Scale
Not to Scale
Basic Pay
$130,000
$20,000
GS-1 Step 1 * 1.08 * 1.020043
GS-1 Step 1 * 0.92 * 1.020043
GS-1, Step 1
$0
Overall Contribution Score
0
Not to Scale
Expected OCS
64
65 66
67
68 69 70
100
71
-3 -2 -1 0 +1 +2 +3 +4
ECR
Salary is consistent with contributions if OCS is 64-71
150
Supervisors will recommend both a Categorical
Score and Numerical Score for each
Contribution Factor
2012 Point Ranges for Career Paths and Broadband Levels
NH-01
NH-02
NH-03
NH-04
Categorical Scores
1L
Low
1M
Medium
1H
High
2ML
2MH
2L
2M
MediumMediumLow
Medium
Low
High
2H
High
3L
Low
3M
Medium
3H
High
4L
4M
Low Medium
4H
High
Very High
96-100
115
4H
High
Very High
79-83
95
Numerical Scores
0-5
6-23
24-29 22-29
30-40
NJ-01
1L
Low
1M
Medium
0-5
6-23
41-50
51-61
62-66
61-66
NJ-02
1H
High
NK-01
30-40
41-50
79-83 79-83
NJ-03
Categorical Scores
2ML
2MH
2L
2M
2H
3L
MediumMediumLow
Medium
High
Low
Low
High
Numerical Scores
24-29 22-29
67-78
52-61
62-66
43-51
NK-02
3M
Medium
52-61
84-95
NJ-04
3H
High
4L
4M
Low Medium
62-66 61-66
67-78
NK-03
Categorical Scores
1L
Low
1M
Medium
1H
High
2L
Low
2M
Medium
2H
High
3L
Low
3M
Medium
3H
High
Very High
47-56
57-61
70
Numerical Scores
0-5
6-23
24-29 22-29
30-41
42-46
38-46
151
Example of recommending the Categorical Score
and Numerical Score for a Contribution Factor
NH-01
NH-02
NH-03
NH-04
Categorical Scores
1L
Low
1M
Medium
1H
High
2ML
2MH
2L
2M
2H
MediumMediumLow
Medium
High
Low
High
3L
3M
3H
Low Medium High
4L
4M
4H
Very High
Low Medium High
Numerical Scores
0-5
6-23
24-29 22-29
30-40
Factor – Leadership / Supervision NH
LEVEL I – LEADERSHIP
/SUPERVISION
•Takes initiative in
accomplishing assigned tasks.
•Provides inputs to others in
own technical/functional area.
•Seeks and takes advantage
of developmental
opportunities.
9/7/2011
41-50
51-61
62-66 61-66
May be scored less than
LEVEL II - LEADERSHIP/SUPERVISION
•Actively contributes as a team member/leader; provides
insight and recommends changes or solutions to
problems.
•Proactively guides, coordinates, and consults with others
to accomplish projects.
•Identifies and pursues individual/team development
opportunities.
67-78
79-83 79-83 84-95 96-100
115
is a NH-03
May be scored more than
LEVEL III – LEADERSHIP
/SUPERVISION
•Provides guidance to
individuals/teams; resolves
conflicts. Considered a
functional/technical expert by
others in the organization; is
regularly sought out by others
for advice and assistance.
•Defines, organizes, and
assigns activities to
accomplish projects/programs
goals. Guides, motivates, and
oversees the activities of
individuals and teams with
focus on projects/programs
issues.
•Fosters individual/team
development by mentoring.
Pursues or creates training
development programs for
self and others.

LEVEL IV – LEADERSHIP
/SUPERVISION
•Establishes and/or leads
teams to carry out complex
projects or programs.
Resolves conflicts. Creates
climate where
empowerment and creativity
thrive. Recognized as a
technical/functional
authority on specific issues.
•Leads, defines, manages,
and integrates efforts of
several groups or teams.
Ensures organizational
mission and program
success.
•Fosters the development of
other team members by
providing guidance or
sharing expertise. Directs
assignments to encourage
employee development and
cross-functional growth to
meet organizational needs.
Pursues personal
professional development.
Leadership
/Supervision
3M 75
Problem Solving
Customer Relations
Communication
Resource Management
152
Contribution Factor Scoring
Supervisor may score at the Expected Level, Below the Expected or Above the
Expected
Score each FACTOR
(Categorical and Numerical)
Problem Solving
Customer Relations
Leadership/Supervision
Communication
Resource Management
3M 71
3M 73
3M 73
3M 75
3M 74
3M 74
440
440/ 6 = 73
*All AcqDemo employees’ contributions are assessed against
the same six factors (no modification)
153
CCAS Compensation Regions
$130,500
-8%
$130,000
$$$$$
Above the Upper Rail
(Inappropriately Compensated – A Region)
(……., -8, -7, -6, -5, some -4)
$80,000
$40,000
$20,000
Delta OCS
~-4
to ~+4
+8%
Between the Rails
(Appropriately Compensated – C Region)
(some-4, -3, -2, -1, 0, +1, +2, +3, most +4)
$60,000
Not
Scale
To Scale
Not To
Basic Pay
$100,000
Below the Lower Rail
(Inappropriately Compensated – B Region)
(some +4, +5, +6, +7, +8, +9, ………..)
$0
0
Not To Scale
154
100
154
What happens when OCS is scored less than
Expected Contribution Range (ECR)?
$130,500
“A-Rating” Above the Upper
Rail: Compensation ABOVE
contribution
$100,000
$67,958
$80,000
-Delta Salary
$60,000
$40,000
Not To Scale
Not to Scale
Basic Pay
$130,000
$20,000
GS-1 Step 1 * 1.08 * 1.020043
GS-1 Step 1 * 0.92 * 1.020043
GS-1, Step 1
$0
Not to Scale
0
59
+ 59 OCS
– 67 Expected OCS
= -8 Delta OCS
100
Expected OCS
64
65
-3
-2
66
-1
67
68
69
70
71
0 +1 +2 +3 +4
ECR
OCS of 63 or lower
155
What happens when OCS is scored within
$130,500
“C-Rating” Between the Rails:
Compensation CONSISTENT with
contribution
$100,000
$80,000
$67,958
$60,000
$40,000
Not To Scale
Not to Scale
Basic Pay
$130,000
$20,000
GS-1 Step 1 * 1.08 * 1.020043
GS-1 Step 1 * 0.92 * 1.020043
GS-1, Step 1
$0
Not to Scale
Expected OCS
0
64
-3
-2
65
66
-1
67
68 69 70
100
71
0 +1 +2 +3 +4
OCS of 64 - 71
+ 67 OCS
– 67 Expected OCS
= 0 Delta OCS
Delta OCS of -3 to -1 (some salary increase and some award)
- Needed additional supervision, coaching, guidance, assistance to complete the objective(s)
Delta OCS of 0 to +4 (some salary increase up to 6% (contingent on funding and some award)
- Completed objective(s), contribution at appropriate current salary range
156
What happens when OCS is scored greater than
$130,500
$100,000
+Delta
$67,958
$80,000
Salary
$60,000
$40,000
Not To Scale
Not to Scale
Basic Pay
$130,000
“B-Rating” Below the
Lower Rail:
Compensation BELOW
Contribution
$20,000
GS-1 Step 1 * 1.08 * 1.020043
GS-1 Step 1 * 0.92 * 1.020043
GS-1, Step 1
$0
Expected OCS
0
64
65
66
-3
-2
-1
67
68
69
Not to Scale
70
71
0 +1 +2 +3 +4
100
73
+ 73 OCS
– 67 Expected OCS
= +6 Delta OCS
OCS of 72 or higher
Delta OCS of +5 or higher (some salary increase up to 20% - contingent on funding and some award)
- Completed objective(s), contribution at greater than current salary
157
CCAS Information
Eligibility
Special Situations
DCPDS Annual Adjustment Process
Employee Feedback
Eligibility for CCAS Rating
as of
30
SEPT
•
•
•
NLT
3
JULY
In AcqDemo at least 90 days on September 30 to be eligible for a
rating (NLT July 3);
Less than 90 days on September 30 not eligible for CCAS
distribution (but will receive full “G”);
Away from normal duties for an extended period of time, (i.e.,
temporary promotion outside the parent organization or outside the
demo, long-term full-time training, call to active duty, extended sick
leave, leave without pay,etc.), then the rating official has two
options:


Presumes that employee would have contributed consistently with
employee’s expected level and will be given an expected rating;
Re-certifies employee’s last contribution appraisal.
159
DCPDS Annual Pay Adjustment Process
DCPDS Post Cycle Activity
Pay Pool
Panel Payout
Decision
Upload
Spreadsheet Data
To CAS2Net
CAS2NET Data
Staged for Upload
Into Modern
DCPDS by CPOC
Service HR
Centers Process
Pay Upload
Transactions
DCPDS
Updates
DCPS
(DFAS)
SF 52*
Payout
Types of Pay and Nature of Action Codes used for pay transactions are:
- SF 50
General Pay Increase (GPI) &
Contribution Rating Increase (CRI)
NOA-894 Gen Pay Adjustment
Salary that “carries over” to Award:
NOA-885 Top of the band or at Control Point
Contribution Award (CA):
NOA-840 Individual Award, Rating Based
160
CCAS Special Situations
Leaving After 30 September and Before the January Payout
Situation after 30 Sep 2012 before 13 Jan 2013
Action By Pay Pool Administrator
Submitted By
Processing of Payouts
Staying in same AcqDemo pay pool
No change in CAS2Net
Personnel Regions download from CAS2Net
Going to another AcqDemo pay pool in same CCPO
region
CAS2Net - After the start of the
new pay year January 13, 2013,
place the employee's record in
Transfer.
Change CCPO Code in employee’s
CAS2Net record
Change CCPO Code in employee’s
CAS2Net record
CAS2Net:
Pay Pool Upload by Pay
Pool Administrator
Pool Administrator
Pool Administrator
Pool Administrator
Pool Administrator
Going to another AcqDemo pay pool in different CCPO
region
Going to another Component AcqDemo pay pool (e.g.,
Army to Navy)
Leaving AcqDemo to GS within the same Component
(e.g., Army to Army)
Leaving AcqDemo to GS in a different Component (e.g.,
Army to Air Force)
Leaving AcqDemo to GS in a different Department (e.g.,
Army to Department of ustice)
Leaving AcqDemo – resigning from Federal service
Retiring
Retiring with an effective date of 1 Jan 2013
Enter the employee's End Date
(first day not covered by AcqDemo)
on the Employee Detail screen,
click the View Loss button, and
enter a reason for the loss.
Do not delete the employee's
record until after the start of the
new pay year (January 13, 2013).
Since the employee was in your
pay pool on 30 September, he or
she must still be rated.
After the start of the new pay year
January 13, 2013, delete the
employee's record from CAS2Net.
Pool Administrator
Pool Administrator
Pool Administrator
Pay Pool Administrator
Pool Administrator
Personnel Region will process the awards (NOA 885
and/or NOA 840) with an effective date of the
reassignment/separation.
and/or NOA 840) with an effective date
161
Contribution & Compensation
CCAS Results – Part I Form
Identifying info
Signatures
Scoring
Pay info
New EOCS
OCS Plot
Remarks
162
Contribution & Compensation
CCAS Results – Part I Form
Appraisal Details
If on Pay Retention or Top of the Broadband.
$85,000 Current Rate of Base Pay
G Increase
0.0%
+$
0 CRI Increase
0.0%
= $85,000 New Rate of Basic Pay
+ $20,578 Locality Pay
24.22%
$105,578 New Total Salary
$3,152 Contribution Award
(of which $2,000 was CRI Carryover)
New Expected OCS and
163
AutoNOA
CCAS Annual Appraisal Document
Uploaded to AutoNOA by Supervisors or Pay Pool Administrators
Part I – CCAS Salary Appraisal Form
Part II – Supervisor Assessment
Part III – Employee Self Assessment
Upon upload, complete rating
Will be added to e-OPF
165
AcqDemo
Contribution Improvement Plan
(CIP)
Contribution Improvement Plans
• Contribution Improvement Plans (CIP’s) should be
considered in the case of employees whose contributions to
mission accomplishment are inadequate
• When are CIP’s mandatory vs. optional? How are they
initiated?
• Basically, there are two cases of inadequate contribution
that could call for a CIP:
167
Mandatory CIP Scenario
Inadequate Contribution
(NH III Employee Score Sheet)
Situation 1: When an employee’s contribution in any factor is
numerically at or less than the midpoint of the next lower broadband
level (for broadband Level I employees, a score of 0 in any factor), there is no
supervisory discretion: a CIP must be issued. This is true regardless
of where the employee's overall OCS falls (i.e. Category A, B, or C).
FACTORS
Problem
Solving
Teamwork/
Cooperation
Customer
Relations
Leadership/
Supervision
Commun.
Resource
Mgt
Very
High
IV
High
Med
Low
80
High
NH-72
NJ-55
III
78
65
High
M-H
II
46
Med
M-L
Low
NH-15
NJ-15
NK-15
78
Low
Level
NH-44
NJ-37
NK-34
Med
29
High
I
Med
Low
Table 3. Sample Contribution for Business Management and Technical Management
Professionals
168
Optional CIP Scenario
Inadequate Contribution
Situation 2: When the overall contribution score places
the employee in the “A” region, the CIP is Optional,
therefore the rating official has a decision to make:
–
The Pay Pool Manager may decide not to issue a CIP,
documenting this decision in a memorandum for record, and a
copy of the memo provided to the employee and to higher
management; or
–
The Pay Pool Manager may decide to issue a CIP, notifying
the employee in writing that unless the contribution increases
to—and is sustained at—a higher level, the employee may be
reduced in pay, reassigned, changed to a lower broadband
level, or removed from Federal Service
169
AcqDemo
Contribution Improvement Plan (CIP)
• We Advise Rating Officials to contact HR for Assistance!
• Pay Pool Manager must approve the use of CIP and upon approval,
Rating Official notifies employee in writing.
CIP Notification must contain:
— Specific areas in which the employee is inadequately contributing
— Standards
— Actions
— Time
for adequate contribution
required of the employee
in which contribution improvement must be accomplished
— Assistance
from the service or agency
— Consequences
of failure to improve (removal, reduction in band or loss of pay)
• Employee must sustain adequate contribution for two years
Sample notifications may be found in Appendix M of the
AcqDemo Operating Procedures
170
AcqDemo
CCAS Grievance Process
CCAS Grievance Process
Army
• Employee may grieve:
 Overall Contribution Score / Factor Score(s)
 General Pay Increase (GPI)
 Contribution Rating Increase (CRI)
 Contribution Award (CA)
 Narrative (Army)
• Bargaining Unit employees follow negotiated
agreement, if any; if not
• Non-Bargaining Unit employees follow established
administrative procedures, with supplemental
instructions.
172
Army
AcqDemo Grievance Process
Administrative Procedures (1of 2)
* Calendar Days
Employee
Decides to Grieve
Within *15 days of
Receipt of CCAS Part I,
Submit Written
Grievance
or
Grievance Window
Between Jan 16 - 30,
Submit Written
Grievance
Copies to
Employee
(as necessary)
Supervisor Makes
Recommendation
to Pay Pool Manager
Pay Pool Manger
Rules
Update CAS2Net
[Pay Pool Panel May Meet]
(as applicable)
Within *10 days of Date
of Grievance, Forward
Recommendation and
Grievance
Written Decision
within *30 days of
Date of Grievance
Revise Parts I, II
or
Grievance Window
NLT Feb 9, Forward
Recommendation and
Grievance
(as applicable)
Revise Personnel
Action(s)
or
Grievance Window
NLT March 1,
Written Decision
Inform
Employee
(as applicable)
Approved
Approved w/
adjustments
Denied
If Employee
Disagrees
Alternative Dispute Resolution (ADR) techniques should be used to resolve disputes consistent with
the requirements of Subchapter 771, DoD Civilian Personnel Manual. ADR techniques include a
broad range of approaches for dealing with conflict and seeking solutions satisfactory to all parties.
These techniques include, but are not limited to, problem solving, mediation, facilitation, conciliation,
settlement conferences, ombudsmen, and arbitration. Primarily for changes to the narrative only
and not for changes to the factor score or overall contribution score.
173
Army
AcqDemo Grievance Process
Administrative Procedures (2 of 2)
* Calendar Days
Appeals to
Next Higher Official
Above Pay Pool Manager
Copies to
Employee
Within *15 days of Receipt of
Written Decision, Submit
Request for Reconsideration
(as necessary)
*Changes in any part of the Employee’s pay
out will require a revision of the Employee’s
CCAS Part I and a NOA-002 Correction to:
Update CAS2Net
(as applicable)
Final
Ruling
Within *60 days of Date of
Request for Final Review,
Written Decision
Inform
Employee
Revise Parts I, II
(as applicable)
Revise Personnel
Action(s)
NOA-894 Gen Pay Adjustment (GPI)
Misc Pay Adjustment (CRI)
NOA-885 Top of the band or Control Point
NOA-840 Individual Award, Rating Based (CA)
(as applicable)
Approved
Approved w/
adjustments
Denied
174
AcqDemo
Modified Reduction-In-Force (RIF)
Competitive Areas and Levels
RIF Retention Standing
Retention Service Credit
Retention Register
Acquisition Demonstration RIF
• In Accordance with 5 CFR 351 Except:
―
―
―
―
Master Retention List
Demonstration Employees—in their own Competitive Levels
and Competitive Areas
Retention Register Factors
Displacement (Single Round Process); move down to the next
lower Broadband (*Exception: May move down 2 Broadband
levels for Veterans with Compensable Service-Connected
Disability of 30% or more)
• Current Pay Retention and Appeal Procedures Apply
– As specified in 5 CFR 536.104 and 351.901
In Army, those employees for whom RIF actions are covered by a negotiated
grievance procedures (NGP) must grieve through their NGP, not the MSPB.
176
RIF Retention Standing
Employees are listed on a RIF retention register by Tenure Group. Within
each Group, listed by Veterans' Preference subgroups (AD, A, or B) in
within each vet preference sub group listed adjusted length of creditable
Federal service.
• Tenure – which determines the retention group:
– Group I – Career employees (3+ yrs govt. service)
– Group II – Career-conditional employees (<3 yrs govt. service)
– Group III – Term / indefinite appointments
• Veterans’ Preference – which determines the retention subgroup:
– AD – Veterans’ compensable preference (≥30% disability)
– A – Veterans’ non-compensable preference (all others)
– B – Employees not eligible for Veterans’ Preference
• Length of Service – Service Computation Date as adjusted by
Retention Service Credit, based on rating.
177
AcqDemo
Retention Service Credit
Federal Register /Vol. 64, No. 5 /Friday, January 8, 1999 /Notices
V.B.4 Years of Retention Service Credit and Appraisal Rating Provisions
Employees leaving the demonstration project will be assigned ratings of
record that conform with pattern E of 5 CFR 430.208(d) based on the years
of credit accumulated for the 3 most recent years during the last 4 years
while under the demonstration project. Since the demonstration project does
not make use of summary level designators used in the appraisal system
and programs constructed under 5 U.S.C. Chapter 43 and 5 CFR Part 430,
the retention service credit that is based on the employee’s OCS as shown
in Table 7 will be translated to summary level designators as shown in
Table 8 for use by the gaining agency.
TABLE 8.—TRANSLATION OF RETENTION SERVICE CREDIT
178
Current Retention Service Credit
179
RIF Retention Register & Factors
(Example Retention Register)
Annotated Master Retention List
Tenure &
Subgroup
RIF
SCD
Career Path &
Broadband
I AD
06-02-52
Bus Mgt/Tech Mgt Prof III
NH-2003 Supply Prgm Mgr
I AD
05-03-53
NH-1102 Contract Negotiator
I AD
07-26-55
Tech Mgt Support IV
NJ-802 Engineering Tech
IA
11-07-53
NH-346 Logistics Mgt Spec
IA
02-05-54
NH-201 Pers Mgt Spec
IA
02-07-54
Bus Mgt/Tech Mgt Prof I
NH-2001 Supply Spec
Ludy, Andrew
IA
02-10-54
Bus Mgt/Tech Mgt Prof II
NH-1102 Contract Specialist
Waters, Edward
IA
04-22-54
Admin Support I
NK-326 Ofc Automation Clk
Richards, Ralph
IA
05-09-54
Goode, Vincent
IA
10-08-54
Sugg, Steven
IB
1-17-51
Admin Support I
NK-326 Ofc Automation Clk
Price, Jane
IB
03-07-53
Jones, Rose
IB
07-07-53
NH-2001 Supply Spec
Franc, Lizette
IB
07-17-53
Bus Mgt/Tech Mgt Prof IV
Worth, Jean
IB
12-01-53
King, Elizabeth
IB
10-31-54
Tech Mgt Support II
NJ-856 Electronics Tech
Hart, Carole
IB
11-08-54
Tech Mgt Support II
NJ-802 Engineering Tech
Ross, Barbara
IB
01-10-55
Dante, Michele
II AD
06-08-51
Displaced by Thomas
Lowe, Lydia
Displaces Higgs
II A
02-20-51
NH-1102 Contract Specialist
Displaced by White
Gates, Lionel
Separated
NH-201
Pers Mgt Spec
Displaces by Lowe
Higgs, Sylvia
Separated
II A
07-01-52
Classification
RIF Impact
Employee
Placement/
Separation
Brown, Samuel
Position abolished
White, Bryan
Position abolished
Thomas, Franklin
Displaces Gates
Arnold, Joseph
Displaces Lowe
Smith, Jonathan
Explanation: (1) White’s position is abolished. Review of White’s official personnel records shows he is fully qualified only for positions in the 1102
series; there is no employee in White’s current broadband and the 1102 series; and thus, he displaces Gates, who is in that series and the next lower
broadband. Gates, in turn, is separated because there is no one else with a lower retention standing who holds a position for which Gates is fully
qualified. (2) Thomas’ position is abolished. Thomas displaces Lowe because Thomas is fully qualified for 201 positions, this offer of assignment
requires no reduction in broadband, and Lowe is the employee of lowest retention standing. Lowe, in turn, displaces Higgs. As a 30 percent disabled
veteran (subgroup AD), Lowe can be placed up to the equivalent of five GS grades below her present level; thus, she can go from the NH-III to the NH-I
broadband in RIF. Finally, Higgs is separated.
180
Converting Out
or
Determining GS Equivalency
If a demonstration project employee:
• Is moving to a General Schedule (GS) position
• Is moving to a Laboratory Demo position
• Wants to determine if they meet the eligibility criteria to apply for
a General Schedule (GS) position
Then the converted GS grade and GS rate of pay must be determined
before movement or conversion out of the demonstration project and
any accompanying geographic movement, promotion, or other
simultaneous action.
–
–
–
Losing agency converts employee to GS grade & step
Pay setting is the responsibility of the gaining agency
Pay is determined prior to any other simultaneous action
182
• Equivalency determinations are always calculated
using the salary which includes Locality Rate.
• Step 4 rule - compare AcqDemo salary to the highest
grade in the broadband level and Step 4 of that
highest grade.
• The Step 4 rule will be used anytime an employee is
seeking a position where a GS Equivalency is
needed.
183
Example of an employee whose salary equals or exceeds Step 4
of the highest grade
The individual is a Business Management & Technical Management
Professional Broadband III employee with a salary of $87,900, locality
of $12,447 (14.16% RUS) for a total salary of $100,347. Highest
grade in NH Broadband III is GS-13.
• Compare Step 4 of highest grade in the broadband: $90,906
GS-13, Step 4 (Base + Locality) = $90,906 to Employee’s total salary.
$100,347 > $90,906
• Therefore, assign as GS-13
• $100,347, is between GS-13 Step 8 pay at $101,924 and Step 9 pay
at $104,679
• Assign Step 9 = $104,679 (Base + locality)
• Convert out as GS-13, Step 9
*Salaries based on 2014 GS Pay with RUS Locality Tables
184
Example of an employee whose salary does NOT equal or exceed
Step 4 of the highest grade
Professional Broadband III employee with a salary of $67,321,
locality of $9,533 (14.16% RUS) for a total salary of $76,854.
Highest grade in NH Broadband III is GS-13.
• Compare Step 4 of highest grade in the broadband:
GS-13, Step 4 = $90,906 (Base + Locality), to Employee’s total salary.
• Since $76,854 < $90,906
• Next compare $76,854 to GS-12, Step 4 pay at $76,446
• $76,854 > $76,446,
• Therefore, assign as GS-12
• $76,854 is between GS-12 Step 4 $76,446 and Step 5 $78,762
• Assign Step 5 = $78,762
185
Example of an exception to the Step 4 Rule
Professional Broadband III employee with a salary of $79,337, locality
of $11,234 (14.16% RUS) for a total salary of $90,561. Highest grade
in NH Broadband III is GS-13.
• Compare $90,561 to Step 4 of highest grade in the broadband:GS-13,
Step 4 = $90,906
• $90,561 < $90,906
• Next compare $90,561 to GS-12, Step 4 pay at $76,446
• $90,561 > $76,446 assign as GS-12
• But wait $90,561 > $90,344 GS-12, Step 10; so assign as GS-13
• $90,561 is between GS-13 Step 3 $88,151 and Step 4 $90,906
• Assign Step 4 = $90,906
Note: An employee will not be converted to a lower grade than the grade held by the
employee immediately preceding a conversion, lateral assignment, or lateral transfer into
the project, unless since that time the employee has undergone a reduction in broadband.
186
Contact Information
Army AcqDemo Program Office
Jerry Lee
703-805-5498 (Program Director)
[email protected]
Tim Zeitler
703-805-1098 (Deputy Director and HR POC)
[email protected]
187

AcqDemo HR Training - USAASC | United States Army Acquisition

Transcription

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